Problem solver with a passion for excellence. We work closely with our partners to identify, develop and act on profitable growth opportunities and game-changing business strategies. We adhere to a set of key principles that together with our customer’s challenges drive the design of our approaches…. an then, with our partners, we design the right solution

mardi 26 novembre 2013

Companies that have winning sales forces start with excellent managers. Most sales organizations focus considerable energy to build a team of excellent salespeople, yet regrettably, they focus too little attention on building the management team, which is truly "the force behind the sales force."

Consider the following evidence :

Role definition: Most companies have a job description for salespeople, and many have a defined sales process specifying how salespeople should work with customers.

But too many companies don't do a good job of defining the more varied responsibilities of managers. Managers must play three roles — people, customer, and business manager — so they get pulled from all sides.

We hear all the time about "role pollution" in the manager's job.Without role clarity, managers execute tasks that are urgent or within their comfort zone, rather than focusing on what's most important for driving long-term performance.

jeudi 14 novembre 2013

Economic policymakers seeking
successful models to emulate apparently have an abundance of choices nowadays.
Led by China, scores of emerging and developing countries have registered
record-high growth rates over recent decades, setting precedents for others to
follow. While advanced economies have performed far worse on average, there are
notable exceptions, such as Germany and Sweden. “Do as we do,” these countries’
leaders often say, “and you will prosper, too.”

I am one
of the winners of this year’s Nobel Memorial Prize in Economic Sciences, which
makes me acutely aware of criticism of the prize by those who claim that economics
– unlike chemistry, physics, or medicine, for which Nobel Prizes are also
awarded – is not a science. Are they right?

One
problem with economics is that it is necessarily focused on policy, rather than
discovery of fundamentals. Nobody really cares much about economic data except
as a guide to policy: economic phenomena do not have the same intrinsic
fascination for us as the internal resonances of the atom or the functioning of
the vesicles and other organelles of a living cell. We judge economics by what
it can produce. As such, economics is rather more like engineering than
physics, more practical than spiritual.

lundi 11 novembre 2013

There are many
myths about leaders, one being that “leaders are born and not made.” The truth
is, several factors contribute to the development of a leader. Obviously, the
leader’s personal qualities are important, but also critical are the needs of
the people being led and the objective they are pursuing. Certainly, some
personality types thrive better in leadership roles than others. Even so, the
good news is that leadership skills can be learned. Moreover, leadership is never a finished product;
it’s an ongoing process that needs continuous nurturing and refinement : What you need to know…..

How
can I be more of a leader in my job as an operations manager?

The fact that
you’re in a management position means your leadership role is already established. If the people you supervise seem
unmotivated or unproductive, it’s your leadership capability that may be in doubt. You or your team may need to
display more energy and commitment, or you may need to think less about what
you’re doing and spend more time planning how you do it. Think, too, about how
your boss and those you supervise perceive you and whether or not their
perceptions are accurate. Be sure to seek your boss’s input and advice.

There are many
myths about leaders, one being that “leaders are born and not made.” The truth
is, several factors contribute to the development of a leader. Obviously, the
leader’s personal qualities are important, but also critical are the needs of
the people being led and the objective they are pursuing. Certainly, some
personality types thrive better in leadership roles than others. Even so, the
good news is that leadership skills can be learned.

Moreover, leadership is never a finished product;
it’s an ongoing process that needs continuous nurturing and refinement. : What to avoid…

You Don’t Appreciate the Changes a Leadership Role Brings

People often try
to maintain the same relationships they enjoyed before taking on a leadership
position. Leaders, especially those in supervisory roles, must be careful not
to let friendships interfere with good judgment. Be aware, too, that those who
know you as a co-worker or peer may see you in a much different light once you
become a leader.

There are many
myths about leaders, one being that “leaders are born and not made.” The truth
is, several factors contribute to the development of a leader. Obviously, the
leader’s personal qualities are important, but also critical are the needs of
the people being led and the objective they are pursuing. Certainly, some
personality types thrive better in leadership roles than others. Even so, the
good news is that leadership skills can be learned. Moreover, leadership is never a finished product;
it’s an ongoing process that needs continuous nurturing and refinement: What to do…

Understand the Various Kinds of Leadership Required

There
are different types of leadership. Think of three shepherds:

-The
first opens the gate and walks through, allowing the flock to follow. This shepherd leads from the front.

-The second shepherd stands behind the
sheep and pushes or guides them through, demonstrating a supportive leadership style.

-The third moves from front to back and
sometimes to the middle of the flock, demonstrating an interactive leadership style.

Leaders
cannot exist without followers, and the needs of followers change depending on
the context. Knowing how and when to utilize different leadership styles can
help you respond effectively, no matter what the situation demands.

dimanche 10 novembre 2013

Each year, thousands of people make the switch from staff engineer or scientist to manager and, although many of us look forward to the change, we find it frustrating once we get there.

When we were engineers, we were rewarded for our technical skills and labors in direct proportion to what we accomplished. But now, as a manager, our success is measured not by our own output hut by the output and productivity of the people we supervise. And that sense of not being in direct control can be a frustrating feeling.

Fortunately, working with others and getting them to give you their best can be just as rewarding as technical accomplishments . . . once you get the hang of it. Here are tips that will help you to manage and to guide your people more effectively.